Four steps to coaching your employees to be all that they (and you) can be

by admin | August 10, 2011 10:01 pm

If you want to be the best boss, you should also be the best coach.

Here’s why:

“The ability of one’s workforce to change and grow is increasingly relevant today, given that the pace of change is faster in almost every industry and the complexity of work is greater. That’s why it’s important for talent leaders to not only achieve the necessary results, but also develop and grow the capability of their people.”

– Talent Management, “Tips to Embed Coaching in Your Job Description”

The article points out that a key success factor in coaching people is to take a real interest in their development: you must be willing to help others achieve new skills and reach higher levels of performance.

The article lists four steps that you can follow to help your employees be all that they can be, but before you even begin, you must be willing and dedicated toward helping each employee achieve his or her goal, for a half-hearted attempt will only result in a half-achieved goal.

Step 1: Identify goals together.
Review your employees’ goals with them. Ask how they plan to get to the next level (also known as objectives or action steps). It’s important to come to a joint agreement on a few well-defined goals and objectives to build commitment and shared understanding.

Step 2: Create a written plan.
When an employee creates a written plan, it offers both of you something to which you can refer later. Make sure the employee describes the goals in detail and includes specific objectives to accomplish them. This will help you focus on each goal and create benchmarks along the way.

Step 3: Capitalize on development opportunities.
Help employees achieve their plans by finding opportunities at work where they can work on and achieve their goals and objectives. The best scenario is a complete integration of work and goals.

Step 4: Maintain dialogue.
Ensure that you have regular progress meetings, held separately from day-to-day meetings and regular work. Talk about how the employee is progressing, congratulate success, and discuss ways to minimize problems if and when they come up.

To read this article in full, please click here[1].

Source URL: http://ppghr.com/blog/2011/08/10/four-steps-to-coaching-your-employees-to-be-all-that-they-and-you-can-be/

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